national venture capital association
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Taking stock of the VC industry’s progress on diversity, equity and inclusion
Let’s be clear: The venture capital industry has lacked diversity. The good news is the industry is working to improve itself.
To begin with, as an industry, venture capital can only improve what we measure. In 2016, we set out to develop a rigorous methodology for tracking progress on diversity, equity and inclusion (DEI) in venture capital, and to measure and benchmark those data through our biennial VC Human Capital Survey.
The goals of the survey — powered by the National Venture Capital Association, Venture Forward and Deloitte — are to collect demographic data on the VC workforce across all firm types, sizes, stages, sectors and geographies, as well as trends on firm talent management and recruitment practices. We’ve learned that progress can be slow and seem discouraging, but we’ve also captured evidence that diversity (and firm practices to advance diversity) is increasing in some areas, even as other areas have unfortunately not seen the same pace of change.
To begin with, as an industry, venture capital can only improve what we measure.
We fielded the survey in 2016, 2018 and 2020, and released the outcomes of the third edition last month, featuring data (as of June 30, 2020) collected from 378 firms, a marked increase from 203 participating firms in 2018. Furthermore, more than 145 firms signed the #VCHumanCapital pledge to publicly commit to submitting their DEI data.
At a high level, the data showed that improvements in diversity among investment partners have largely been driven by the hiring and advancement of female investors, while there has been little progress in the equitable representation of Black or Hispanic investment partners.
However, the demographic composition of junior investment professionals reflects greater diversity and wider adoption of diversity-focused talent management and recruitment practices suggest some cause for optimism. The industry still has a long way to go, but here are some of the key insights and changes we identified from the latest survey.
Intentionality associated with improved diversity
More firms are explicitly assigning responsibility for promoting diversity and inclusion internally — 50% of firms have a staff person or team tasked with this responsibility (compared with 34% in 2018 and 16% in 2016). Simultaneously, diversity and inclusion strategies have become more widespread; 43% of firms have implemented a diversity strategy (against 32% in 2018 and 24% in 2016), while 41% have an inclusion strategy (versus 31% in 2018 and 17% in 2016).
This intentionality translates to improved diversity outcomes. Firms with dedicated DEI staff, strategies and programs achieve greater gender and racial diversity on investment teams and among investment partners. The increased emphasis on DEI is also a broader ecosystem trend. More firms report that limited partners and portfolio companies have requested their DEI details over the past 12 months.
Encouraging signs in talent recruitment and development
Venture firms are relatively small and turnover is generally low, but 21% of firms in 2020 reported their number of senior-level investment positions had increased, while 43% said their number of junior-level positions had expanded. Meanwhile, the demographic composition of junior investment professionals reflects higher gender and racial diversity, a positive leading indicator for the diversity of future investment partners.
As overall DEI strategies have become increasingly widespread, more firms have also developed DEI-focused recruitment and hiring programs — 33% of firms have formal programs, while 74% have informal programs, both reflecting steady increases from 2016. Firms were also more likely to report that they typically seek external candidates for open positions than they did in 2018.
However, firms continue to largely rely on internal networks for recruitment, which often encourages homogeneous hiring outcomes. Between the 2018 and 2020 surveys, there was little change shown in the use of narrow recruitment methods to find external candidates; notifying peers in the VC industry (78%) and notifying the firm internally (59%) were the strategies cited most often. The exception was posting on third-party websites like LinkedIn or in newsletters, a strategy reported by 54% of firms in 2020 (a substantial increase from 37% in 2018), which presents one avenue to reach a broader audience of candidates outside of existing networks.
Assessing inclusion remains a challenge
Once talent has come on board, inclusive culture and retention become key metrics of DEI progress. More firms are implementing programs dedicated to leadership development, mentorship and retention, with about two-thirds reporting informal versions of such programs (20 percentage points higher than in 2016) and 20% of firms reporting formal programs.
Assessing inclusion through the VC Human Capital Survey is challenging because we survey one representative per firm, and one person cannot speak to the degree of inclusion felt by others. However, we added a new question to the 2020 survey to gauge how firms themselves are assessing inclusion. While 41% of firms reported having an inclusion strategy, only 26% said they conduct surveys of their employees to assess inclusion.
Subjective factors remain a key consideration in promotions
Well-structured, consistently applied policies for career advancement are critical to ensuring that diverse talent reaches the most senior decision-making levels of the industry. About 20% of firms reported having formal DEI programs focused on promotion (up from 5% in 2016), while 65% of firms have informal programs (compared with 39% in 2016).
Although DEI programs focused on the promotion of employees are more widespread, subjective factors remain a key consideration for promotion decisions, which can lead to unequal and biased outcomes.
Almost all firms reported that “contributions to the performance of the fund” (90%) and “deal origination” (82%) were very important or important factors in considering promotions. However, the factor most often rated highly was “soft skills,” with 94% of firms saying it was very important or important. These types of subjective factors present significant opportunity for unconscious bias to creep in and can detract from the weight given to objective measures more demonstrably relevant to performance.
Maintaining momentum
The results of the third edition of our survey are timely, coming on the heels of a year in which social justice and racial equity have been the subjects of sharp national focus, policymakers have sought to increase access to capital for underserved communities, and the VC industry has shown a renewed focus on DEI. The survey shows where the VC industry’s efforts should be focused and also serves as an important reminder of the intersectional needs of DEI-focused initiatives.
The data show that progress within one demographic element can be more nuanced when considering people who represent multiple marginalized communities (e.g., the percentage of investment partners who are women has steadily increased, but the percentage of investment partners who are women of color has not).
The pace of DEI progress has been slow and uneven in some areas, but there are reasons for optimism. On April 6, NVCA, Venture Forward and Deloitte hosted a discussion with industry leaders to further examine the latest survey results and to address DEI challenges, opportunities and strategies for the industry. More firms are prioritizing these constructive conversations, both within their firms and publicly with industry peers. More firms are acting in a collaborative spirit, adopting thoughtful and concrete DEI strategies and acting with intentionality and urgency.
If the industry can continue to build upon this momentum and commitment around DEI efforts, we can reach a tipping point that will translate to meaningful progress reflected in future editions of the survey.
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Who’s writing first checks into startups?
Over the past two decades, the venture capital industry has exploded beyond anyone’s wildest imaginations.
What began as a sleepy industry in Boston and Menlo Park has now expanded to dozens of cities the world over. The National Venture Capital Association estimates that VCs deployed more than $130 billion in 2018 and 2019, and thousands of new investors have joined the ranks in recent years to find the next great startups.
All that activity, though, poses a dilemma for founders: Who actively writes checks? Who is a leader in a specific market or vertical? Who has the conviction to underwrite pathbreaking investments? Who, ultimately, do you want to have by your side for the next decade as your startup grows?
There are lists that rank VCs by their exit returns. There are lists that rank young VCs by their potential. There are lists of VCs who claim investment interest in various sectors. There are lists that try to ferret out deal volume, impact and other quantitative metrics. There are internal lists at accelerators that share collective wisdom between founders.
Who actively writes checks? Who is a leader in a specific market or vertical? Who has the conviction to underwrite pathbreaking investments? Who, ultimately, do you want to have by your side for the next decade as your startup grows?
All those lists and rankings have an important function to serve, but for all the compilations of investors out there, we couldn’t find a single one that publicly answered a simple yet vital question: Who are the VC investors who are leaders in specific verticals who should be a founder’s first stop during a fundraise?
Today’s venture industry is made up of thousands of investors with varying specialties, and far too many passive investors that are willing to participate in rounds but don’t actively participate in deals unless other investors have committed. Many don’t actively push to get deals done or don’t actively lead the charge to build a syndicate of investors.
With all that in mind, we’re excited to launch a new initiative that we hope will help answer those questions and help founders find that first check — The TechCrunch List.
Over the next few weeks, we’re going to be collecting data around which individual investors are actually willing to write the proverbial “first check” into a startup’s fundraising round and help catalyze deals for founders — whether it be seed, Series A or otherwise (i.e. out of your Series A investors, the first person who was willing to write the check and get the ball rolling with other investors). Once we’ve collected, cleaned and analyzed the data, we’ll publish lists of the most recommended “first check” investors across different verticals, investment stages and geographies, so founders can see which investors are potentially the best fit for their company.
Founders are used to being specialized; after all, they have to live and breathe their startups every single day. So it can be jarring to start talking to generalist investors who know little about a category and ask shallow questions only to render a judgment with irrelevant advice. One of the greatest impetuses for us to put together The TechCrunch List is that like founders, we also struggle to cut through the noise around the interests of individual VCs.
We’d argue that’s close to impossible. There is more spend on technology than ever before in history. Verticals are getting more competitive — market maps that used to have 10 to 50 companies have expanded to hundreds. The only way to compete today is to specialize, and that has never been more true for VCs.
In all, The TechCrunch List will publish the most recommended “first check” writers across 22 different categories, ranging from D2C & e-commerce brands to space, and everything in between. Through some data analysis around total investments in each space, we believe our 22 categories should cover the entirety or majority of the venture activity today.
To make this project a success and create a useful resource for founders, we need your help. We want to hear from company builders and we want to hear from them directly.
To make this project a success and create a useful resource for founders, we need your help. We want to hear from company builders and we want to hear from them directly. We will be collecting endorsements submitted by founders through the form linked here.
Through the form, founders will be asked to submit their name, their startup, the stage of company, the name of the one “first check” investor they want to endorse and a couple of minor logistical items. We are asking founders here for their on-the-record endorsement. We ask that you limit your recommendations to one (1) person per fundraise round.
While many investors may have helped you in your journey, we are specifically interested in the person who most helped you get a round underway and closed. The one who catalyzed your round. The one who guided you through the fundraise process. The one investor you would ultimately recommend to other founders who are trying to find their VC champion.
Our main goal is to help founders, dreamers and company builders find investors who will invest in them today, and with your help, we think we can. The TechCrunch List is not meant to identify every possible investor under the sun who might make an investment within a space, nor just the big household-name VCs whose reputations can sometimes seem more linked to their follower counts on Twitter as opposed to their bold term sheets.
Our hope is that this can be a go-to resource for founders looking to fundraise going forward, and with that in mind, we are very determined to improve the glaring representation gaps in the venture industry. It’s no secret that the world of VC still looks like a country-club membership roster, dominated by white men with strong opinions and loud voices. Looking at the data, it’s clear that there are groups that are particularly underrepresented, with only a small portion of the industry made up of Black, Latinx and female investors, for example.
We want to amplify these voices and we want to hear particularly from founders of color, female founders and other underrepresented groups. We also want to make sure our recommended investor lists are sufficiently representative and highlight underrepresented investors who might not have had equal opportunities in the past.
We want to help builders wade through the BS politics and fundraising annoyances that founders complain to us about on a daily basis, and help them identify qualified leads that are actually active, engaged and specialized and are the best fit to help founders raise money and grow now.
Thank you for your support. We’re excited to build The TechCrunch List with you — and for you.
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